3 Universal Ways to Boost Employee Engagement

Employee engagement is a connection between people and their work where they’re motivated to go above and beyond, not because they have to, but because they want to.

Now, imagine a workplace where everyone is engaged. Sounds like utopia, right? While perfection may not be possible, there are a few high-impact levers that can move the needle in the right direction.

Based on my experience, engagement is built on these key pillars:

• Great managers

• A sense of purpose

• Caring and appreciation

• Growth and learning

• Clarity and accountability

• Giving employees a voice

While some of these might matter more or less depending on your organization, three engagement drivers are universal. This is because they tap into three basic human needs. Drumroll please!

The 3 Universal Ways to Engage Employees

1. Great Managers Make All the Difference

If there’s a “silver bullet” for engagement, it’s this. A great manager can change everything.

• Gallup says managers influence 70% of an employee’s motivation.

• They’re still the #1 reason people leave.

• They impact mental health as much as a spouse or partner.

  
  

So, what can you do?

• Be intentional when selecting managers. Just because someone is a great individual contributor doesn’t mean they’ll be a great leader.

• Set them up for success. Provide training, mentoring, coaching—whatever they need to lead well.

• Make the tough calls. If it’s not working, don’t let one manager disengage an entire team.

  
  

2. Build a Culture of Caring and Appreciation

People don’t want to feel like cogs in a machine. They want to know their manager (and organization) genuinely cares.

Here’s how to show it:

• Get to know your people. Ask about their lives. Be curious.

• Do the occasional caring check-in, especially when something seems off.

• Invest in well-being. Help people blend work and life.

• Teach and model empathy. And yes, hold people accountable for practicing it.

• Recognize and appreciate in a meaningful way. Use the PATS approach:

  • P – Know their Preferences (tap into their preferences in choosing recognition options)

  • A – Make it Authentic (really mean it, don't make it feel like you're checking off a box)

  • T – Be Timely (do it as close as possible to the thing you are recognizing them for)

  • S – Be Specific (make it more than a 'good job', share the specific behavior so they will know what to repeat)

    
    

3. Ignite Purpose

We all want to feel like our work matters. Purpose gives people a reason to care, beyond the paycheck.

Here’s how to make it real:

• Start with a clear, compelling purpose—your organization's “why.”

• Talk about it often.

• Help employees connect the dots between their role and the bigger picture. Don’t assume they’ll make that leap on their own (this is a key role for managers).

Bottom line: You don’t need to overhaul your whole organization to boost engagement. Focus on these three levers and you’ll be on your way to a more connected, motivated team.

Don't know what else to focus on? Ask your employees what they feel is going well and where they see improvement opportunities.

If you would like more information or assistance, I'd love to chat! Reach out to leslie@influencehrconsulting.com.

#purpose #appreciation #empathy #employeeengagement #workplaceculture #culture